We are new to Epicor (we went live with v5.0 the first of April) and
I am hoping one of you can offer me some advice. Because we are in
California, state law specifies how nonexempt employees will be
compensated relative to overtime. With this past week's payroll, we
had a major issue with the holiday pay, too.
Here are some basic questions:
1)How can we establish holiday pay for employee only after they have
completed 30 days (probation period) with the company? We have
several employees that had started the week of July 4th and they were
compensated for the 8 hours (which we adjusted out).
2) Has anyone been able to establish the California state labor
guidelines within Epicor?
a. There are specific time and a half and double time rules
b. There is a specific rule on the "seventh day" which relates to
the seventh day "worked" and the holiday is not a "worked" day.
c. Can an employee be set up for part time, or work less than 30
hours per week and not automatically get paid for the holiday (we
would like to prorate their holiday pay)?
d. How do we set up rules for compensation on a holiday if someone
works? We'd like to pay time and a half over and above the holiday
pay. We have not figured this out as of yet.
Any thoughts you have would be appreciated.
Jim McKechnie
General Manager
Signtech Electrical Advertising, Inc.
San Diego, CA
jim@...
jrmckechnie@...
(619) 527-6100
I am hoping one of you can offer me some advice. Because we are in
California, state law specifies how nonexempt employees will be
compensated relative to overtime. With this past week's payroll, we
had a major issue with the holiday pay, too.
Here are some basic questions:
1)How can we establish holiday pay for employee only after they have
completed 30 days (probation period) with the company? We have
several employees that had started the week of July 4th and they were
compensated for the 8 hours (which we adjusted out).
2) Has anyone been able to establish the California state labor
guidelines within Epicor?
a. There are specific time and a half and double time rules
b. There is a specific rule on the "seventh day" which relates to
the seventh day "worked" and the holiday is not a "worked" day.
c. Can an employee be set up for part time, or work less than 30
hours per week and not automatically get paid for the holiday (we
would like to prorate their holiday pay)?
d. How do we set up rules for compensation on a holiday if someone
works? We'd like to pay time and a half over and above the holiday
pay. We have not figured this out as of yet.
Any thoughts you have would be appreciated.
Jim McKechnie
General Manager
Signtech Electrical Advertising, Inc.
San Diego, CA
jim@...
jrmckechnie@...
(619) 527-6100